Software Developer applicants have rated the interview process at Cubic with 2.4 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 50% positive. To compare, the company-average is 59% positive. This is according to Glassdoor user ratings.
Candidates applying for Software Developer roles take an average of 10 days to get hired, when considering 15 user submitted interviews for this role. To compare, the hiring process at Cubic overall takes an average of 22 days.
Common stages of the interview process at Cubic as a Software Developer according to 15 Glassdoor interviews include:
One on one interview: 20%
Skills test: 17%
Phone interview: 17%
Group panel interview: 17%
Background check: 10%
Presentation: 7%
Personality test: 7%
IQ intelligence test: 2%
Drug test: 2%
Here are the most commonly searched roles for interview reports -
We arranged the interview over email following a phone call I had with someone in HR. It was a video interview over Microsoft Teams due to the pandemic. It was a fairly standard interview.
The interview process consists of multiple stages designed to evaluate both technical and interpersonal skills. Initially, candidates undergo a screening round where their resume and basic eligibility are reviewed. This is followed by a technical assessment that tests programming fundamentals, problem-solving ability, and core technical knowledge relevant to the role.
Interview questions [1]
Question 1
They mainly asked me about my core technical fundamentals, especially my understanding of Java basics and problem-solving concepts.
I applied online. I interviewed at Cubic (Hyderābād) in Dec 2025
Interview
It was good. The process was smooth. The questions which were ask are completely scenario based and it was a really good experience. They were also asking the new system design question and the low level and high level code.
Interview questions [1]
Question 1
System Design and high level undertanding of the system.
The interview process typically begins with an initial screening, followed by one or more in-depth interviews. Candidates are assessed on skills, experience, and cultural fit. It may include technical tests, behavioral questions, or situational exercises. The process concludes with feedback, an offer, or a rejection.